As we aspire to transformative supervision experiences, what is happening in your own workplace?

Tricky conversations are a part of leadership, but they don’t have to be something you dread.

Creating psychological safety in the workplace is more than a “nice-to-have” quality; it’s a foundational necessity for team cohesion, high-quality client care, and retention.

It’s a strange paradox—we long for feedback because we know it’s crucial for growth, but we also hate hearing it because it often stings, even when it's well-intended.

In this article, we'll explore some common barriers to providing effective feedback and conclude with three practical tips that can help us refine our feedback skills.

The unfolding process of self-awareness is more than a mere journey—it’s an essential quest. The unfolding journey can be riddled with obstacles, that can distract us from the necessary work of taking a neutral perspective and learn and grow at deeper levels.

Do you invite feedback from others as a way of modelling the skills of receiving feedback? This is a hugely impactful way of building psychologically safe relationships. Read the full article to learn more about the 11 principles of receiving feedback well.

Feedback conversations are powerful. They can be a wonderful or terrible experience for all parties involved. So how can we ensure we provide feedback to our colleagues and teams in a psychologically safe manner?

When transitioning from practitioner to leader, it helps to reflect on good leadership models and aim to emulate them.

While there seems to be some merit in the recognising that ‘new year, new me’ mindsets can set us up for failure, I think it’s all in how we think about our goals as long-term direction and progress.

It takes considerable time, thought and investment to build a healthy, above-the-line and psychologically safe workplace culture.